Guidelines for Transition Teams - The United Church of Canada

Appendix 6: Sample Decision-Making Agreement
The following principles were agreed to by one Transition Team that decided to use a consensusseeking
model.
1. We must hear from everyone before any decision is made.
2. Responsibility lies with each person, but the chair will also make sure that everyone is heard,
understands the issue, and states his or her opinions on the matter.
3. If anyone is absent from the meeting, no decision will be considered final until those who were
not present are briefed on the discussion, understand the implications of the decision, and make
their judgment. Note: We can use e-mail or other “distance” means to inform a member about a
partial consensus reached in his or her absence. However, an e-mailed reply indicating agreement
is sufficient only on procedural matters. On matters of substance, every effort must be made to
include the absent person in discussion before completing the consensus to a decision.
4. We reach consensus when all members find themselves at one of these levels:
• totally in favour
• some reservations but generally in favour
• serious reservations but will go along
• or, at the very least, do not object to the decision of the group
5. When there is an irresolvable objection, that is, when any one person cannot go along with the
judgment of the group, we agree that the matter will be put to a vote.
6. If there is a vote, a team member who objects may abstain, thereby recording the reservation.
However, that person agrees to abide by the majority decision and will continue to honour
confidentiality.
7. Those who cannot abide by the majority decision may wish to resign from the team. They would
then be free to state the reasons for their abstention in public, providing they do not violate the
principles of confidentiality.
Guidelines for Transition Teams 49